Total 192 Visual Design Director inKuala Lumpur job vacancies in Human Resources category in The United States of America

WHAT IS THE HCO- HUMAN CAPITAL OFFICEDIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
HCO OHRO- Labor/Employee Relations and Negotiations

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position.

As a Senior Manager you will:

• Exercise delegated managerial authority to oversee the overall planning, directing and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels.
• Approve multi year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manage the overall work to enhance achievement of the goals and objectives.
• Oversee the revision of long range plans, goals and objectives for the work directed.
• Manage the development of policy changes in response to changes in levels of appropriations or other legislated changes.
• Manage organizational changes throughout the organization directed or major change to the structure and content of the program or program segments directed.
• Exercise discretionary authority to approve the allocation and distribution of funds in the organizations budget.

Starting at $116,393 Per Year (IR 1)

The Clinical Resource Hub (CRH) is a repository of clinical and administrative staff that serve all VA facilities within a VISN. Staff within a CRH are expected to provide inter-professional services to facilities that are underserved or experiencing gaps in clinical services due to the inability to match provider supply with demand. Services provided by CRH staff are conducted via multiple modalities, including telehealth and in-person care. The VISN CRH Director is responsible to ensure CRH services are completed at the highest standard and in alignment with national CRH standards.

The VISN CRH Director will coordinate with various VISN and VA Central Offices and ensure that regulatory and quality standards are implemented across the VISN. The individual will ensure that all CRH services are utilized appropriately and follow specific CRH and telehealth, and other pertinent program office policies and procedures. It is recognized that a significant portion of services within CRHs will be completed virtually across different facilities; therefore, the VISN CRH Director will be expected to assist all VISN facilities by managing these complex actions and advocating with appropriate agencies to increase the efficiency of these services. The VISN CRH Director is required to exercise a high level of organizational skill, independent judgment, problem-solving ability, and content expertise in program development and implementation.

The position requires the ability communicate effectively with field staff and VISN, CRH, and VA Central Office leadership on a variety of clinical and administrative strategic priorities. The position requires travel for purposes including, but not limited to: VISN and facility VISN CRH Director leadership training, implementation of CRH services at CRH Spoke sites and other as appropriate.

The incumbent reports to the VISN 5 Chief Medical Officer (CMO) and serves as a key resource to the Network Director and CMO as part of the VISN leadership team. The incumbent independently plans and carries out assignments, makes day-to-day decisions using own initiative to determine priorities and tasks based on guidance from VA Central Office, VISN Senior Management, Facility leadership, and needs and quality assessments of the clinical programs. The CMO relies on the incumbent to take independent and original action in solving problems as they arise. Supervisory controls are quite general and usually deal with matters related to polices and interfacility coordination. The employee keeps the supervisor informed of project progress and any issues or potentially controversial matters.

VA offers a comprehensive total rewards package. VHA Physician Total Rewards.
Work Schedule: M-F 8-4:30
Telework schedules: may be available
Virtual work schedules: authorized
FLSA: exempt
BU Status: Non-BU
Recruitment Incentives: Not authorized for highly qualified applicants
Relocation Expenses: Not authorized for highly qualified applicants
Financial Disclosure Report: NOT required
Permanent Change of Duty Station (PCS) Expenses: will NOT be paid
PCS Appraised Value Offer (AVO): Not authorized
Pay: Competitive salary, annual performance bonus, regular salary increases
Paid Time Off: 50-55 days of annual paid time offer per year (26 days of annual leave, 13 days of sick leave, 11 paid Federal holidays per year and possible 5 day paid absence for CME)
Retirement: Traditional federal pension (5 years vesting) and federal 401K with up to 5% in contributions by VA
Insurance: Federal health/vision/dental/term life/long-term care (many federal insurance programs can be carried into retirement)Licensure: 1 full and unrestricted license from any US State or territory
CME: Possible $1,000 per year reimbursement
Malpractice: Free liability protection with tail coverage provided
Contract: No Physician Employment Contract and no significant restriction on moonlighting
Retirement: Traditional federal pension (5 years' vesting) and federal 401K with up to 5% in contributions by VA.
For More Information on Benefits: https://www.vacareers.va.gov/Benefits/EmploymentBenefits
Functional Statement 000000
Competitive Federal benefits:

• Job security- Stability
• Career advancement and priority in hiring as a Federal employee
• Federal Retirement
• Survivor Benefits
• Military buy back toward retirement
• Leave Benefits: AL (13-26 days), SL (13 days), Paid Federal Holidays (11 days) , Paid Parental Leave 12 wks.
• FEHB lowest cost
• FEGLI low cost
• Flexible Spending accounts Pre-taxed
• Federal Long Term Care Insurance
• TSP matching 5% and Pre-tax contributions
• Child Care subsidy
• And more

Starting at $125,000 Per Year (VM 15)

Responsibilities:

- Understand company business goals and manage all aspects of people in the company to help with our business expansion in and outside Singapore

- Provide overarching HR strategic advice, support, and counsel to businesses. Identify key capabilities aligned with business goals, conduct gap analysis, and develop talent acquisition strategies in partnership with business leaders

- Drive a strong culture through organizational development interventions, coaching, and close partnerships with different departments

- Manage employee learning and development programs and help employees upgrade their skill sets. Develop succession planning for key roles

- Develop and administer region-specific human resources policies and procedures, ensure consistency with corporate policies, procedures, practices, and programs

- Develop and execute strategic workforce plans geared toward fuelling business growth

- Attract, retain, and integrate an educated, high-quality, motivated, and engaged workforce. Partner closely with different departments and manage the entire recruitment and selection process for different teams in and outside Singapore within tight timelines

- Manage corporate communication and employer branding effectively. Ensure that the company’s strategic direction and business goals are clearly communicated throughout the company and identify gaps and fix them promptly

- Manage the performance management system. Develop and communicate career progression plans effectively with people in different departments

- Manage payroll, and make strategic plans for compensation and benefits to retain talents. Own employee satisfaction level

Requirements:

- Bachelor’s degree. Master or MBA degree a plus

- Experience in a fast-growing startup preferred

- 10+ years of progressively complex/strategic HR experience, including organization effectiveness, staff relations, compensation, staff development, and recruitment

- Minimum 5 years experience as a people leader with a strong drive to create a positive work environment

- Proficient with Employment Law in APAC

- Acute business acumen, strong leadership, planning, and interpersonal skills

- Ability to interact with and influence all levels of management, and executives

- Proficient in English (both oral and written)

The purpose of the position is to be the trusted HR business partner to the department leaders in Singapore and across APAC, driving and executing the people agenda through strategic advice and delivery of best-practice services to the business.

Responsibilities

• Provide strategic guidance and be the trusted business partner to department leaders both in Singapore and across APAC.

• Identify, prioritise and develop organisational capabilities and behaviours to build a workforce that is future-ready.

• Effectively partner with, challenge and influence business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion.

• Be a disruptor, collaborate with others internally within HR and others to drive culture change. Deliver and support change initiatives in the region.

• Develop and deploy talent strategy to ensure high-quality succession pipelines exist for critical roles. Play an active role in key talent decisions, rewards and welfare

• Responsible for management of employee relations issues such as disciplinary, grievances, employee litigation, redundancy and terminations.

• Provide guidance and support or participate in ongoing HR projects, ensuring that they are aligned with business objectives and practices.

• Design and support the implementation of company HR policies and procedures. Review and update our employment contracts and agreements

• Partner with country HR teams as well as other HR specialist teams on providing comprehensive and cohesive HR services to help the business meet its goals.

Requirements

• University Degree

• Minimum 8 years of HRBP & Talent experience

• Experience in developing and deploying talent strategy to ensure high-quality succession pipelines exist for critical roles

• Proven track record in effectively partnering, challenging and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce capabilities & performance, Diversity & Inclusion

• Experience in Employee Relations

• Good knowledge of the local labour law and HR practices and procedures is essential

• Effective communicator, with a drive for excellence and a principled and energetic approach to partnering the business in HR related matters.• Is organized, able to multi-task and prioritize competing requests from different stakeholders with strong problem-solving skills

• Positive attitude with excellent Interpersonal and communication skills

• Resourceful and a Great team player

• Creative

• Resilient

• Agile and adaptable

Who We Are:

Omnicom Public Relations Group is a global collective of three of the top global public relations agencies worldwide and specialist agencies in areas including public affairs, marketing to women, fashion, global health strategy and corporate social responsibility. It encompasses more than 6,000 public relations professionals in more than 330 offices worldwide who provide their expertise to companies, government agencies, NGOs and non-profits across a wide range of industries. Omnicom Public Relations Group is part of the DAS Group of Companies, a division of Omnicom Group Inc. that includes more than 200 companies in a wide range of marketing disciplines including advertising, public relations, healthcare, customer relationship management, events, promotional marketing, branding and research.

As a talent-centric workplace, we recognize that we’re only as good as our people. And our people are outstanding. Every day, we strive to attract, retain and grow the very best talent in the industry, and bring their passion, creativity and smarts to bear for our clients.

The Opportunity:

Omnicom Public Relations Group Singapore is actively sourcing for an experienced Talent Development Director. With a strong focus on talent acquisition, this role will drive progressive people-first recruitment and action best of class employee relations programmes. Working closely with our senior leadership team, the ideal candidate will drive consultative, informed, and data-driven strategies across all relevant talent development focus areas.

What you’ll do:

• Manage the full-cycle 360 recruitment process across all levels of candidates and teams. From our public relations, digital, and creative teams, to support staff, to our internship talent pool, you will be the key recruitment expert for our Singapore office.
• Provide data-backed counsel to senior leadership about trends in the marketplace, competitive intelligence, and strategic recommendations for attracting the best talent and raising the profile of Omnicom Public Relations Singapore as a true employer of choice.
• Manage, streamline, and improve recruiting tools and systems (i.e., applicant tracking system, job postings, reference checking, referral process)
• Ensure a consistent talent acquisition process is followed across practices to ensure clarity for both internal stakeholders and candidate for best of class recruitment processes
• Oversight on areas such as promotion and salary review cycles, hire requests, employee benefits, and more
• Be an employee relations champion, a trusted and key point of the contact to enable constructive communication feedback channel for employees, practice leads, and leadership team
• Actively identify gaps, with solutions-based risk assessments and resolution plans
• Design succession plans for key talent and positions
• Manage, mentor, and grow your team of talent development experts

What you’ll receive:

• A progressive, growth oriented environment to propel your career in talent development and acquisition in a fast paced, dynamic, and rewarding environment:
• Ability to drive the talent development strategy in partnership with a caring, experienced, people-first leadership team
• A strong coaching and collaboration culture.
• A highly committed, intelligent, and driven team.
• Career progression as you perform at the highest levels.
• Competitive remuneration and attractive benefits.
• Work within a true multinational brand with access to stakeholders across our global network.

What you’ll need:

• 10 years or more of experience driving talent acquisition and human resources
• Experience working with senior leadership and driving senior leadership communication
• Team player with prior experience leading a team
• Strong communication skills inclusive of presentation skills
• Negotiation and influencing skills with ability to drive complex salary and career discussions with potential candidates and existing employees
• Project and change management skills
• Strong time and priority management skillset
• In-depth understanding of Singapore labour and employment law, inclusive of Ministry of Manpower processes and work pass applications
• Ability to communicate clearly and focus on results, with a positive and professional disposition in every situation.
• A point of view, and a proven ability to propose solutions and present ideas in a persuasive and compelling manner.

About us:

OPRG Singapore is a strengths-first organization that believes our staff operate at their best when they can nourish their lives with meaningful activities both in and out of the workplace. In addition to basic salary, our staff enjoy a discretionary 13-month bonus, medical/dental coverage including critical illness cover, and free access to a trained psychologist/counsellor through our Employee Assistance Program.

Our leadership team has designed and codified thoughtful work/life programs to ensure our staff have the opportunity to find balance while thriving with OPRG. Our formal work-life harmony guidelines outline our commitment to your personal time. Leave programs include, annual leave, birthday leave, alternate week BlueSky (early close) Fridays, Family Care leave (so staff can be with loved ones when it's most critical - and it includes pets!), and sabbatical leave for long-service. In 2021, we piloted a "meeting-free Friday" program, with the aim to offer one day where staff can focus on their priorities - to have creative quiet, the space to be strategic, or even just uninterrupted time to focus on important heads-down work. This program was overwhelmingly popular and we have continued in 2023.

Our learning and development programming includes a mentorship program, Strengths-training and various leadership trainings offered both locally and from our regional network (Emerging Manager, Leadership, Resilience workshops) as well as a host of local skills-based trainings to help you develop writing, presenting, and other areas in your specific functional expertise.

Lead the examination and analysis of NIP budget requests and execution data to ensure accuracy and consistency with National and Intelligence Community (IC) strategic priorities, compliance with guidance, regulations, laws, and usage of sound budgeting and financial management practices.

Interface and collaborate with the National Intelligence Strategy (NIS) mission owners, National Intelligence Managers, and/or IC functional oversight offices to determine resource needs to satisfy priority requirements.

Initiate, develop, and conduct in-depth analysis of IC budget trends and issues.

Apply critical thinking to devise and evaluate alternative strategies and innovative solutions for key program and budget issues throughout the budget process.

Interface and collaborate with the IC component Resource Managers, internal and external organization staffs to ensure program and budget recommendations to IC and Department of Defense (DoD) senior leadership are fully coordinated and satisfy priority requirements.

Lead the review, editing, coordination and production processes for budget justification materials to ensure timely delivery to Congress, and monitor and summarize IC component Congressional budget actions and provide substantive input for appeals to Congressional budget markups.

Review and provide substantive input to IC and DoD Congressional budget testimony, responses to Congressional queries, Questions for the Record, Congressionally Directed Actions, and letters, memorandum and reports regarding program, budget and execution issues.

Plan and oversee the conduct of IC component formal budget execution reviews.

Plan and oversee the conduct of IC component formal budget execution reviews.Assess program plans for under executing resources and develop strategies for realignment to other IC priorities.

Provide expert advice and guidance in support of IC component resource management and/or budget justification process improvement efforts.

Starting at $112,015 Per Year (GS 13-14)

Lead the examination and analysis of NIP budget requests and execution data to ensure accuracy and consistency with National and Intelligence Community (IC) strategic priorities, compliance with guidance, regulations, laws, and usage of sound budgeting and financial management practices.

Interface and collaborate with the National Intelligence Strategy (NIS) mission owners, National Intelligence Managers, and/or IC functional oversight offices to determine resource needs to satisfy priority requirements.

Initiate, develop, and conduct in-depth analysis of IC budget trends and issues.

Apply critical thinking to devise and evaluate alternative strategies and innovative solutions for key program and budget issues throughout the budget process.

Interface and collaborate with the IC component Resource Managers, internal and external organization staffs to ensure program and budget recommendations to IC and Department of Defense (DoD) senior leadership are fully coordinated and satisfy priority requirements.

Lead the review, editing, coordination and production processes for budget justification materials to ensure timely delivery to Congress, and monitor and summarize IC component Congressional budget actions and provide substantive input for appeals to Congressional budget markups.

Review and provide substantive input to IC and DoD Congressional budget testimony, responses to Congressional queries, Questions for the Record, Congressionally Directed Actions, and letters, memorandum and reports regarding program, budget and execution issues.

Plan and oversee the conduct of IC component formal budget execution reviews.

Plan and oversee the conduct of IC component formal budget execution reviews.Assess program plans for under executing resources and develop strategies for realignment to other IC priorities.

Provide expert advice and guidance in support of IC component resource management and/or budget justification process improvement efforts.

Starting at $112,015 Per Year (GS 13-14)

We are seeking an engaging and dynamic leader with an entrepreneurial attitude. As Head, HR Business Partner, India your mission will be to build an organization that is agile, innovative, client focused and performance driven to achieve our business goals.

In brief:

Working closely with the CEO, India and the leadership team, the HR Business Partner will lead talent strategy in India and be responsible for;

- Be a strong HR business partner with an understanding of the business, providing outside-in perspective, provide creative insights and ideas, and influence business decisions on strategic HR matters.

- The HR Business Partner coaches leaders and empowers managers to unleash the potential of our talent in India, and attract & retain talent. Work with managers & leaders to identify and develop talents with cross domain potential and aspirations.

- The HRBP will be a partner to the business on a wide variety of people-focused activities, both strategic and transactional, including: management of the annual compensation, retention, progression, managing high potential, facilitating learning initiatives, employee engagement and Wellbeing pursuits.

- Employee Relations - Ensure compliance with employment/labor relations regulations in country

- Advises on actions to continuously develop the organizational design and culture. Run organizational surveys (both internal & external) and work towards enhancing the employer brand.

- Work extensively to create an environment which fosters creativity and camaraderie + collaboration. Work in a systematic fashion on the principles governed by the GP2W framework to be able to qualify as "The Employer" of choice for employees in our industry.

- Use analytical skills and create a mechanism to collect data to be able to identify and systemically address those problems through initiatives. Idea would be to become aware of the concerns, their severity and frequency to be able to come up with an action plan which addresses those concerns at grassroots level and to test whether that specific plan is working or needs course correction (Apply design thinking to solving organisational problems)

What we expect:

- You are a HR business partner, in a professional services/start-up with 12-15years of relevant experience.

- You are eager to succeed in a hands-on, high-volume and challenging role.

- Building partnerships, driving consensus and facilitating dialogues are key factors for success so candidates should have a proven record of successfully delivering solutions through a group/team approach. Working in global setups is an added advantage.

- You have an engaging personality with excellent communication skills, & ability to handle complex business situations, matrix structures.

- You are tech-savvy, and have the aptitude to successfully adopt digital and technology initiatives.

- Strong in analytical skills, with the ability to review current processes or data, detect & mitigate risks, and provide insights that enable business growth.

Making a meaningful difference to patients around the world. Our talented people are central to the future of Edwards Lifesciences, which is why our Human Resources teams help design, guide, and deliver inspiring experiences for our people. With a fundamental understanding of how to build a supportive community and organizational capability, you’ll deliver solutions to attract and retain talent. Your work will enable our teams to thrive as they help patients live healthier and more productive lives.

The Sr. Director, Human Resources operates as a strategic value creator, partnering with people leaders to drive business outcomes by providing strategic advice, consultation, and talent strategy execution with a customer-centric lens. In this role, the Sr. Director, HR will connect supported teams to the appropriate HR Practices to achieve talent and business objectives. Sr. Director, HR will work alongside business/functional areas, driving and advising decision-making through analytics and insights that drive business performance and enhance employee experience. This role provides consulting and advisement to the VP, Plant General Manager, Singapore site, along with the leadership team. Sr. Director, HR serves as the Human Resources Business Lead for the site. This is an onsite position based at Edwards Lifesciences’ in Singapore.

Lead team and function as an expert on people and organizational issues, as well as a catalyst in delivering HR solutions in order to attract, develop, and retain talent and to support the specific needs of the business groups and overall business objectives.

You will make an impact by...

• Acting as a strategic thought partner for an individual site and/or significant BU/region or as the lead HR partner with a Executive Leadership Team member to develop and implement human resource strategy to achieve its current and future business objectives.
• Developing and planning business unit, site, or EW Shared Service function human resources projects and activities with accountability for successful completion of all project deliverables.
  • Leading, directing, evaluating and developing a team of HR professionals to ensure the HR strategy is implemented effectively, within budgets, and complies with all regulations, laws and employment standards.
• Developing a robust talent development and succession planning in alignment with functional growth strategies across HR.
• Leading or partnering with COE's to deliver human resource programs for client groups to ensure the organization's current and future talent requirements are met.
• Providing leadership in partnership with COE's to evaluate the organization's future workforce needs in order to recommend changes to the HR strategy and adapt existing HR programs to meet these needs.
• Using highly effective consulting skills and principles to advise, influence and partner with leadership on talent strategies and actions to build organizational capabilities and an engaged and high-performing organization.
• Aiding in the execution of the Talent and Organization (T&O) strategy by connecting supported teams to the appropriate HR services.
• Providing broad HR consulting services to leaders and managers in areas such as talent development, assessment of skill needs and gaps; work with HR resources to address talent needs.
• Proactively driving improvements to business performance by providing expertise on organization design and change.
• Providing diagnostic services on a range of HR issues; analyze and define problems, and in collaboration with COE and HR Solutions colleagues, produce a range of solutions.
• Anticipating business needs and communicate them to cross-functional HR colleagues.
• Working closely with people leaders and employees to improve work relationships, build morale, and increase productivity and retention.
• Leading key People initiatives to improve business performance.
• Influencing colleagues, managers, and employees to adopt new HR processes and tools.

What you'll need:

• Bachelor's Degree in Human Resources, Business, Management, Organization Development, or related field.
• A minimum of 15 years of progressive HR experience, including experience providing HR Business Partner.
• A minimum of 5 years of manufacturing experience.
• Good Knowledge of local employment laws and experience handling local labor union in Singapore.
• Experience working in an international environment building solid professional relation with stakeholders both within and outside of Singapore.
• Demonstrated track record in people management Required.
• Master's Degree or equivalent in in related field Preferred.

What else we look for:

• Proven successful project management skills
• Proven expertise in Microsoft Office Suite and human resources systems
• Excellent facilitation and presentation skills
• Excellent problem-solving, organizational, analytical and critical thinking skills
• Excellent written and verbal communication skills and interpersonal relationship skills including influencing, consultative and relationship management skills with ability to drive achievement of objectives
• Recognized as an expert within sub-function(s) and/or area(s) and broader organization including broad-based expertise across area and related functions
• Expert understanding of related aspects of human resources processes and/or systems
• Expert knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Expert knowledge of local and federal employment laws within field and within organization
• Ability to manage and navigate multiple ongoing issues and complex employee relations matters
• Expert negotiation and conflict resolution skills
• Excellent leadership skills and ability to influence change
• Ability to build and maintain strong relationships across the organization
• Effective level of business literacy about the client group(s) business, financial position, its midrange plans, its culture and its competition
• Strict attention to detail
• Ability to interact professionally with all organizational levels while establishing a positive reputation
• Ability to navigate challenging forces in the fast-paced and dynamic operations network
• Represents leadership on programs or org-specific strategic initiatives within multiple areas, interfacing with project managers, human resources team and leadership team
• Consult in program setting within multiple human resources areas, deeper or more dedicated advisory role, interfacing with more senior management
• Provides human resources leadership to outsourcing partners on a directive level, participates on medium scale RFP
• Adhere to all company rules and requirements (e.g., pandemic protocols, Environmental Health & Safety rules) and take adequate control measures in preventing injuries to themselves and others as well as to the protection of environment and prevention of pollution under their span of influence/control

As the Executive Director Chief Human Capital Officers Council, you will be part of the Office of the Director. You will work closely with agency Chief Human Capital Officers, senior OPM staff and other agency and administration leaders. The incumbent will report to the OPM Director who serves as chair of the CHCO Council and is the lead human resources officer for the federal government. If selected, you will be responsible for:

• Providing strategic direction and overseeing the activities of the CHCO Council to include setting goals, key milestones and measures of success, and monitoring and evaluating outcomes.
• Serving as principal liaison for the OPM Director with CHCO Council members, other
  cross-agency councils, key Federal officials, as well as external partners, on human capital
  issues.
• Building and maintaining strong relationships with executive human resources leaders from
  across the federal government to understand their talent priorities.
• Regularly convening CHCO Council members and OPM subject matter experts to identify
  best practices and creative solutions to common challenges. Leveraging the
  CHCOs as strategic partners in OPM's development and coordination of human capital
  management strategies and policies.
• Planning and facilitating monthly CHCO Council meetings, providing oversight of CHCO
  Council Working Groups and communities of practice, leading annual offsite, facilitating
  Annual Public Meeting and overseeing other meetings/events as they arise.

Starting at $141,022 Per Year (ES 00)

Serve as the Human Capital Program Manager for NCSC, helping to recruit, retain, and realign talent to advance NCS's mission.

Work closely with center senior leadership to advance NCSC's human capital goals, helping to build an even stronger organization.

Collaborate with ODNI and community counterparts to recruit the most talented individuals to work in NCSC.

Assist center leadership shape and execute human capital initiatives to strengthen the workforce and increase retention through training, recognition, and other HC mechanisms.

Support organizational and personnel alignments necessary to improve mission effectiveness and increase employee satisfaction.

Develop strategic plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Develop strategic and tactical plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Cultivate and maintain productive working relationships with IC HC leadership, colleagues, HR experts, and ODNI senior leadership to share information of interest, explain the specifics of HC programs and, when appropriate, present, justify, defend, negotiate, and/or settle matters involving significant issues.

Starting at $112,015 Per Year (GS 13-14)

Serve as the Human Capital Program Manager for NCSC, helping to recruit, retain, and realign talent to advance NCS's mission.

Work closely with center senior leadership to advance NCSC's human capital goals, helping to build an even stronger organization.

Collaborate with ODNI and community counterparts to recruit the most talented individuals to work in NCSC.

Assist center leadership shape and execute human capital initiatives to strengthen the workforce and increase retention through training, recognition, and other HC mechanisms.

Support organizational and personnel alignments necessary to improve mission effectiveness and increase employee satisfaction.

Develop strategic plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Develop strategic and tactical plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Cultivate and maintain productive working relationships with IC HC leadership, colleagues, HR experts, and ODNI senior leadership to share information of interest, explain the specifics of HC programs and, when appropriate, present, justify, defend, negotiate, and/or settle matters involving significant issues.

Starting at $132,368 Per Year (GS 14)

Serve as the Human Capital Program Manager for NCSC, helping to recruit, retain, and realign talent to advance NCS's mission.

Work closely with center senior leadership to advance NCSC's human capital goals, helping to build an even stronger organization.

Collaborate with ODNI and community counterparts to recruit the most talented individuals to work in NCSC.

Assist center leadership shape and execute human capital initiatives to strengthen the workforce and increase retention through training, recognition, and other HC mechanisms.

Support organizational and personnel alignments necessary to improve mission effectiveness and increase employee satisfaction.

Develop strategic plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Develop strategic and tactical plans to support HC program initiatives; plan, develop, implement, and evaluate HC programs in response to IC directives and/or mission requirements.

Cultivate and maintain productive working relationships with IC HC leadership, colleagues, HR experts, and ODNI senior leadership to share information of interest, explain the specifics of HC programs and, when appropriate, present, justify, defend, negotiate, and/or settle matters involving significant issues.

Starting at $112,015 Per Year (GS 13-14)

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

In this position, you will serve as the Director for the HROO Worklife Benefits Support pillar. Under the direction of HROO's Executive Leadership, you will be responsible for the administration, control, and direction of the organization and the operations of the human resources benefits, reasonable accommodation, retirement, leave, and workers compensations programs to VA Central Office and VHA Central Office staff.
Duties include but may not be limited to:

• Planning, directing, coordinating, and exercising management, administrative and technical control over the functions and activities of the unit.
• Developing and implementing employee planning directions and strategies; coordinating and implementing VHA automated systems; and forming and directing teams and/or independently completing HR and other projects for the Workforce Management & Consulting and HROO that impact all layers of the organization throughout all of the VHA facilities located across the country.
• Performing project management and analysis of human resources services: automated HR systems; workload and FTEE dispersion: and resource management.
• Utilizing extensive knowledge and experience of organizational redesign, realignment, and restructure to address the organization in improvement, growth, and necessary systematic changes.
• Working with the HROO Executive Director, Deputy Executive Director, and senior management team to improve the overall resource governance, management, and performance of HROO and all its subcomponent divisions by applying sound business principles, exercising budgeting and fiscal accountability and linking strategic program planning to budgeting and fiscal performance.
• Managing work in a virtual environment and has the capability to prioritize assignments and shift workload and FTEEs throughout the organization to ensure that the organization continues to work in the most effective and efficient manner.
• Formulating, communicating, and implementing HROO policy involving Support; Consultation; HR Retirements, Information Systems; and related clerical and administrative functions.
• Providing technical and administrative supervision to the HR Specialists and HR Assistants through subordinate supervisors. This includes employees in Benefits, Retirement, Reasonable Accommodation, and Workers Compensation.
• Establishing performance standards and evaluates the performance of subordinate supervisors, makes determinations on grievances, recommends training, and approves leave of subordinate supervisors.
• Performing other related duties as assigned.

Work Schedule: Monday - Friday, 8:00am to 4:30pm
Compressed/Flexible: May be discussed with hiring official.
Virtual: This is not a virtual position.
Position Description/PD#: Supervisory Human Resources Specialist - Work Life Benefits Director/PD1010420
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
PCS Appraised Value Offer (AVO): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $136,908 Per Year (GS 15)

Reporting to the Director POD, the incumbent will work with Director POD to oversee the management, monitoring, operation, and optimization of the division’s lab resources, including but not limited to the policies and documentation of processes, division workplan, business continuity plans, data analytics and automation of workflows.

The responsibilities of this role are:

• Support Director, POD in the development of strategic initiatives for the division and contribute to the writing of management papers and presentations.
• Coordinate division’s workplan in conjunction with Director POD and Team Leads to actively monitor divisional goals to ensure that deliverables and timelines are achieved.
• In-charge of overseeing Assets (Fixed Assets and Low Value Assets (LVA)) Management processes such as new equipment/ software, LVA procurement, maintenance/ repair tracking, software renewal tracking, technology refresh, decommissioning/ disposal, audits & documentation, etc.
• Overseeing procurement of consumables/ services, lab equipment maintenance contract management, lab inventory management, stock take & documentation, etc.
• Initiate self-check and audit process for continuous improvement and to drive divisional excellence.
• Undertake any other duties as assigned by the Director, POD and supervising officer for the effective support of division operations and activities.

The ideal candidate will need to have the following qualities and experience:

• University Degree, preferably a Bachelor Degree in Business Administration or Computer Science, with relevant working experience in universities or institutes of higher learning.
• Work experience of at least 15 years, with least 8 years in managerial capacity and demonstrates good knowledge and skills in corporate planning, process improvement and resource management.
• Experience in establishing and managing information system, data collection, data mining and using appropriate tools and techniques for analysis will be an advantage.
• Able to effectively communicate with a wide range of individuals in a diverse community and possess the confidence to front different parties.
• Proficient in analysing and assessing challenges, with demonstrated ability in developing solutions to problems, coordinating between different parties to achieve positive outcomes.
• Possess strong project management skills and attention to detail, and willing to take on responsibilities and ownership of work.
• Demonstrate good leadership, lead and motivate teams.
• Team player and good communicator, self-motivated and good interpersonal skills, enjoys interactions and working with different parties.
• Able to work within tight timelines, as well as plan and coordinate among multiple stakeholders.
• Organized and meticulous with a keen eye for details, particularly with numbers.
• Ability to multi-task and work within tight timelines.